Candidate for Mayor Tim Keller promise that if elected, he would do a national search for a new APD Police Chief.

It has been announced that a national search is already underway to select a permanent APD Chief.

https://www.abqjournal.com/1166033/mayor-abq-in-middle-of-search-for-permanent-apd-chief.html

The city hired the firm Avtec for $10,000 to assist with the search for a new police chief and the process has been going on for about a month.

INTERIM CHIEF MICHAEL GEIER

After taking office on December 1, 2017, Mayor Tim Keller appointed APD Chief Michael Geier interim Chief.

Geier began his career in law enforcement in 1974 as a police officer in northern Chicago before he joined the Albuquerque Police Department in 1994.

In 2014, Michael Geier retired from APD after 20 years of service and became the Rio Rancho Police Chief.

On February 18, 2017 Chief Geier left the Rio Rancho police department saying he needed to spend more quality time with his wife who is in ill health.

At the time of his departure as Rio Rancho Police Chief, Geier said:

“I’ve been doing this for 43 years and, at some point, you’ve got to put something first. We’ve been together 42 years … right now, I need an extended sabbatical to help her and give that attention”.

http://www.rrobserver.com/news/article_af98a612-e199-11e6-8c47-1f73acb92d3e.html

When Geier left Rio Rancho, he said he was not retiring but would consider a teaching position in criminal justice.

The “extended sabbatical” lasted until December, 2017 when Michael Geier was appointed APD Interim Chief.

Chief Geier came up through the ranks of APD and was appointed and served as a commander under former APD Chief Ray Schultz.

Tim Keller met Michael Geier when Keller was a State Senator for the International District and Geier was the South East Heights area commander.

In an interview, Chief Geier said that he plans to apply for the permanent position by saying:

“I didn’t know where it was going to lead but as we’ve gotten more embedded in the job now, definitely I’m interested in staying for the long haul. … I just feel that I’ve kind of taken ownership of (the police department.) I feel like this was something that was meant to be.”

Mayor Keller sure looks like he is setting his Interim Chief up to make him permanent when he said:

“We’ve got to have a chief that understands APD and Albuquerque. … That’s a general statement because I think that can come in numerous forms. I think that’s critical – they have to have some sort of experience with respect to our city, our state and the department. They also have to have some sort of outside perspective. We know that, coming in, we didn’t want someone that’s been solely in APD. They need to know a lot about community policing. It’s our administration’s priority and they’ve got to have expertise in that area.”

https://www.abqjournal.com/1166033/mayor-abq-in-middle-of-search-for-permanent-apd-chief.html

Chief Geier has law enforcement experience first in Chicago and after APD as Chief of the Rio Rancho Police Department.

Chief Michael Geier was well school in community-based policing when it was first instituted in Albuquerque back in the 1990’s.

He was also well schooled in the management practices of former Chief Ray Schultz having been appointed a commander by Schultz.

IS THE FIX ALREADY IN?

When Chief Geier says “I feel like this was something that was meant to be” he probably knows a little more than he is letting on and has known it for some time.

Confidential sources have said then Rio Rancho Chief of Police Michael Geier met with candidate for Mayor Tim Keller back in late 2016 before Keller announced for Mayor in January, 2017 and before Geier retired as Chief of the Rio Rancho Police Department on February 18, 2017.

Confidential sources have also said that it was during the election Keller made the commitment in private to appoint Geier Interim chief and to keep him a full year to see how he performs and then make him permanent.

WE’VE SEEN THIS BEFORE

Appointing Michael Geier as interim chief was clearly one of the better appointments Keller has made.

By all accounts, Geier has performed his job with honesty and integrity free from personal vendetta or political agendas.

Geier has done a good job of calming things down at APD.

However, Chief Geier and his Deputy Chiefs represent and are a reflection of APD’s past.

The Deputy Chiefs of Police appointed by Interim Chief Geier include Harold Medina who retired from APD as commander after serving 20 years, Rogelio Banez who was the area commander in southwest Albuquerque, and Eric Garcia who was a Deputy Chief under APD Chief Gordon Eden.

Deputy Chief Eric Garcia has received high marks for his work on the DOJ reforms, but once again he was part of the previous administration’s management team and eligible to retire.

The Geier command staff do not reflect a new generation of police officer fully committed and trained in constitutional policing.

All the previous commanders under the Berry Administration have been shuffled around with a few retiring, with no firm commitment, at least not yet announced, that they will be kept as commanders.

The management and command staff under Chief Geier is a remarkable look alike consisting of even older faces replacing the old faces under former Chiefs Ray Schultz and Chief Gordon Eden and people brought up through the ranks of APD over the last 20 years.

IT’S DAJA VUE ALL OVER AGAIN

Eight years ago, candidate for Mayor Richard Berry said he was going to replace Chief Ray Schultz but went back on his word and kept Schultz as chief instead.

For close to four (4) years, Berry retained APD Chief Ray Schultz.

Schultz mismanage APD without civilian supervision and Schultz engaged in questionable management tactics against rank and file police officers.

Like it or not Michael Gieir was part of the Schultz management team.

When APD Chief Ray Schultz became embattled and decided to retire, former APD Commander Allen Banks became Interim Chief and he was also encouraged to apply to become permanent with a national search announced.

Banks decided not to apply and moved on.

A “national search” was conducted and many well qualified individuals with extensive law enforcement experience managing a municipal police department applied and were interviewed and turned down.

Republican political operative Gordon Eden was appointed APD Chief despite having no prior experience managing a municipal police department.

CONCLUSION

Mayor Tim Keller was swept into office with a 62% vote landslide giving him a mandate for change.

Keller promised to make sweeping, visionary change to APD and its management, but frankly that is not happening.

Mayor Keller is making good on his promise made during the election that he was committed to a national search for a new Chief of Police, but why bother if the decision has already been made.

Thus far, we are not seeing any real visionary change to APD and a return to a reliance on past management of the department.

It was the past APD management practices that resulted in the “culture of aggression” found by the Department of Justice that lead to the federal consent decree after 18 police officer involved shootings and the findings of excessive use of force and deadly force by APD.

APD needs a clean sweep in management to remove anyone who may have assisted, contributed or who did not stop the culture of aggression found by the Department of Justice and who have resisted the reform process during the last 3 years of the consent decree.

Someone needs to tell Mayor Keller there is no need for the charade of a national search if he already has made a decision to keep Geier.

Mayor Keller needs to make Chief Geier permanent now if in fact he has made the decision with the national search being nothing more than wasting taxpayer’s dollar’s.

Please do not waste other people’s time applying for the position.

Please spare us all from the charade of a national search process and from news accounts as to who is applying and how the selection process is continuing.

Mayor Tim Keller has announced that the city is in the middle of national search for a permanent police chief, who they hope to have chosen by June.

Interim Chief Michael Geier has held the position since December 1, 2018 when MayorTim Keller administration took office in December.

The city said it has been getting advice from an outside consulting firm since March on a national search.

This is very good news.

Just two days ago in my blog article below and enetitled “Nothing New About APD Command Staff Nor Police Union’s Tactics” I wrote:

“Appointing a new interim police chief who is a retired APD commander and former Rio Rancho Police Chief really is not changing the traditional way of managing APD. Chief Michael Geier’s appointment is a throwback to former APD Chief Ray Schulz and Gordon Eden management styles. The obvious big difference is Chief Geier has stronger management skills that he performs with honesty and integrity free from personal vendetta or political agendas totally unlike his two predecessors. Notwithstanding the work Chief Geier is performing, Candidate Keller said if elected, he would do a national search for a new APD Police Chief and make sweeping changes to the department. However, after 5 months in office, there has been no announcement of a national search committee nor of the process that will be used to hire a permanent chief.”

FINDING A PERMANENT CHIEF SHOULD BE FIRST STEP

Chief Geier and his Deputy Chiefs represent the “old guard” of APD style of management.

The current command staff is a reflection of APD’s past.

The Chief Geier’s Deputy Chiefs are not outsiders at all but have been with APD for some time.

The Deputy Chiefs of Police appointed by Mayor Keller include Harold Medina who retired from APD as commander after serving 20 years, Rogelio Banez who was the area commander in southwest Albuquerque, and Eric Garcia who was a Deputy Chief under APD Chief Gordon Eden.

Deputy Chief Eric Garcia has received high marks for his work on the DOJ reforms, but once again he was part of the previous administration’s management team and eligible to retire.

The command staff under Chief Geier do not reflect a new generation of police officer fully committed and trained in constitutional policing.

All the previous commanders under the Berry Administration have been shuffled around with a few retiring, with no firm commitment, at least not yet announced, that they will be kept as commanders.

There has been an elimination of the positions of Major which was created a mere 3 years ago by the previous administration.

The current organization of APD under Mayor Keller is a remarkable look alike consisting of even older faces replacing the old faces under former Chiefs Ray Schultz and Chief Gordon Eden and people brought up through the ranks of APD over the last 20 years.

Once a new APD Chief is appointed, that person should be given a wide range of authority to surround themselves with who they want as Deputy Chiefs and Commanders, even if that means hiring people from outside of the department, from around the state or for that matter from out of state.

Additionally, the Keller Administration should consider creating a Department of Public Safety as advocated in my May 1, 2018 blog article “Create Department Of Public Safety; Abolish APD Internal Affairs; Create Salary Structure”. (See link below)

APD CHIEF OF POLICE JOB DESCRIPTION

Following is the full job description for Chief of Police that has been released by the city:

City of Albuquerque Chief of Police
Salary
Depends on Qualifications
Location
Albuquerque, NM
Job Type
Full Time
Department
Police
Job Number
1801280
Closing
Continuous

Position Summary

The Chief of Police is responsible for the administration of the Albuquerque Police Department, which has approximately 1,500 employees and an annual budget of about $170 million. The position is responsible for overseeing and directing activities related to crime prevention, law enforcement and related policing services. The Chief of Police is expected to exercise sound judgment, proficiency and innovation in establishing and administering Department operations. The Chief of Police must demonstrate and promote high ethical standards within the department, advance collaborative and inclusive community initiatives and effectively implement constitutional policing practices. The Department is under a court-approved special agreement with the United States Department of Justice, relating to use of force and other issues. The Chief of Police is expected to provide strong reform-minded leadership as the Department works to achieve and maintain compliance with the special agreement. The unclassified at-will position reports directly to the Chief Administrative Officer.

This is a safety sensitive position subject to random drug/alcohol testing.

This is an unclassified at-will position.

Job descriptions are intended to present a general list of tasks/duties performed by employees within this job classification. Job Descriptions are not intended to reflect all duties performed within the job.

Minimum Education, Experience And Additional Requirements

• Bachelor’s Degree or higher in criminal justice related field (Master’s degree is preferred).
• Ten (10) years or more of experience in law enforcement management/supervision (Preferably with a law enforcement agency within a major metropolitan area, at or above the rank of Captain/Commander or equivalent).
• Completion of Northwestern University School of Police Staff and Command or the FBI National Academy (Preferred).
• Ability to successfully pass a background investigation.
• Ability to obtain a New Mexico Driver’s License.
• Ability to obtain a New Mexico Law Enforcement Certification: Must currently hold a law enforcement certification and be eligible to qualify for the New Mexico Law Enforcement Certification by Waiver course (Non-NM applicants).

Preferred Knowledge

• Understanding of the Report on the President’s Task Force on 21st Century Policing, Constitutional Policing, Procedural Justice and building Trust and Legitimacy in a Community.
• Principles of Community Policing programs.
• Functional knowledge of U.S. Department of Justice settlement agreements.
• Advanced knowledge of crime prevention and law enforcement strategies.
• Knowledge and experience utilizing a centralized technology center (e.g., Real Time Crime Center) to direct proactive, predictive, and preemptive policing concepts.
• Principles and practices of quality victim services; understanding of specific challenges related to mental health, homelessness and victims of interpersonal violence and sexual assault.
• Understanding of the needs of businesses and the tourism-based community and its impact on public safety.
• Principles and practices of organizational management and leadership of a large law enforcement agency.
• Applicable Federal, State and local laws and regulations.
• Understanding of collective bargaining agreements.

Preferred Skills & Abilities

• Effectively direct, plan and organize the activities of a large police department.
• Critically analyze problems, identify alternative solutions and implement recommendations in support of goals.
• Effectively implement, facilitate and expand community policing initiatives.
• Promote collaboration and innovation.
• Exhibit exceptional communication skills.
• Weigh risks and consequences and make clear decisions.
• Equitably interpret and apply City policies, procedures, rules and regulations.
• Diffuse conflict and gain cooperation through discussion and persuasion.
• Motivate, select, supervise and evaluate personnel with integrity and accountability.
• Promote fiscal responsibility in administering a departmental budget.
• Develop and uphold professional standards for police; deliver quality training.
• Develop and maintain effective partnerships with community groups.
• Perform the essential functions of the job with or without reasonable accommodation.

CONCLUSION

Mayor Tim Keller was swept into office with a 62% vote landslide giving him a mandate for change.

Keller promised to make sweeping, visionary change to APD and its management.

Mayor Keller appears to be making good on his promise made during the election that he was committed to a national search for a new Chief of Police.

Time will only tell if there will also be a change in the entire command staff including the Deputy Chiefs and Commanders.

Nothing New About APD Command Staff Nor Police Union’s Tactics

Create Department Of Public Safety; Abolish APD Internal Affairs; Create Salary Structure

The Keller Administration is proposing to spend $88 million dollars, over a four-year period, with 32 million dollars of recurring expenditures, to hire 322 sworn officers and expand APD from 878 sworn police officers to 1,200 officers.

The plan is to implement a hiring and recruitment program to offer incentives, pay raises and bonuses to join or return to APD in order to return to community-based policing.

For the first fiscal year of the four-year plan, the 2018-2019 budget provides for increasing funding from 1,000 sworn police to 1,040, not much of an increase the first year.

Notwithstanding the existing funding for 1,000 sworn police, APD at the beginning of 2018 had 878 sworn police.

If the past 8-year history with the APD Academy is any reflection of what will happen, the APD Academy will be lucky to hire and train enough cadets just to keep up with retirements.

The number of sworn police officers has dropped dramatically from 1,100 full time sworn police in 2009 to 878 at the beginning of 2018.

In order to increase APD from the current 878 sworn police to 1,040 sworn by this time next year, the APD Police Academy will need to keep up with expected retirements and will have to hire at least 162 new officers either as new recruits or as lateral hires.

Based on APD Academy past performance over the last few years, the Police Academy will not be able to meet the goal.

1,000 to 1,200 applicants are needed to get a class of 40 cadets.

In 2016, the APD Academy graduated more than 90 cadets but because of retirements and other departures, the department had a net gain of six (6) officers.

According to the status quo budget projections, the Keller Administration claims there will be virtually no increase in growth without spending $88 million dollars to attempt expansion.

The 2018-2019 fiscal year budget reports the following number of cadet graduates over the last few years as follows:

Actual number of cadet graduates for fiscal year 2016-2017: 52
In 2016, APD had 90 retirements
Actual number of cadet graduates for fiscal year 2017-2018: 43
The net gain in 2017 was almost zero.
Approved number of cadet graduates for fiscal year 2018-2019: 80
Mid-Year number of cadet graduates for fiscal year 2018-2019: 24
Proposed number of approved cadet graduates for fiscal year 2019-2020: 100
At the beginning of 2018, APD had 878 sworn police officers.

A “Status Quo Projection” for Number of APD Officers was included in an APD expansion plan presented in a budget analysis as follows:

Starting Officer Count each year for the next four years:

2018: 880
2019: 872
2020: 864
2021: 857

Annual New Recruits each year for the next four years: 56 per year for a total of 224
Annual Lateral Recruits each year for the next four years: 2 per year for a total of 8
Total Annual Recruits each year for the next four years: 58 per year for a total of 232
Annual Retirements each year for the next four years: 41 per year for a total of 164
Annual Resignations each year for the next four years: 24 per year for a total of 96
Total Annual Attrition each year for the next four years: 65 per year for a total of 260
Net Loss each year for the next four years: 8 per year for a total of 32

Remaining Officers each year for the next 4 years:

2018: 872
2019: 864
2019: 857
2020: 849

The status quo projections suggest APD will virtually have no increase in growth without expending $88 million dollars in to attempt to expand the size of the department.

If APD has the same number of retirements and other departures that it had last year, the the numbers show the department’s sworn officer count will shrink.

APD insiders are saying moral within the Department has improved somewhat, but not enough to keep another large wave of retirements come July 1, 2018 when the new fiscal year begins.

Retirement paperwork for police retirements need to be submitted before July 1, 2018 to allow a retiree to be eligible for cost of living adjustments (COLA) within two years and to cash out or be paid unused accumulated annual and sick leave.

SHOWING AN INTEREST IS NOT AN APPLICATION

On February 6, 2018, it was reported that two thirds of Albuquerque Police Academy applicants do not show up for testing to get into the APD academy.

http://www.kob.com/albuquerque-news/albuquerque-police-apd-recruitment-testing/4774021/?cat=500

APD is having is significant problems filling unfilled positions and the difficulty in growing the department even with APD offering a $5,000 sign-on bonus for new hires.

According to an APD spokesperson 2,551 cadet “interest cards” were submitted by people online in 2017.

Of the 2,551 interest cards submitted, 1,479 were out-of-state applicants which reflects a healthy interest of people at least willing to consider coming to Albuquerque and beginning a law enforcement career.

Saying that there were 2,551 “interest cards” filled out is misleading and does not mean actual applicants.

Of the 2,551-people showing an interest in applying, 2,050 qualified to take the academy test but only 606 showed up for the testing.

It is a three-day testing process which explains why there are so many no shows.

MINIMUM QUALIFICATIONS TO BE AN APD COP

All prospective Albuquerque Police Department officers must meet the following eligibility criteria:

1. Be a US citizen and at least 21 years old at the time of police academy graduation
2. Have a high school diploma or GED and possess a valid driver’s license.
3. Applicants must have completed a minimum of 32 college credits unless the applicant has at least of two years of experience with and received an honorable discharge from the United States military.
4. Two years of continuous service as an Albuquerque police service aid or prisoner transport officer or five years of continuous service in a government or private sector position may also qualify for a waiver of the college credit requirement.
5. Immediate disqualification occurs if an applicant has a felony conviction, has been convicted of domestic violence, or has been convicted of a misdemeanor within three years of the application date.

(NOTE: A misdemeanor charge or conviction for small amount of marijuana can disqualify an applicant.)

STEPS TO BECOME AND ALBUQUERQUE POLICE OFFICER

Having the “minimum” qualifications to be an Albuquerque Police Officer only gives you an opportunity to test for the job.

The actual steps that must be taken to become an Albuquerque Police Officer are complicated and are as follows:

1. Meet the minimum qualifications for prospective officers and verify your eligibility by submitting an interest card to the Albuquerque Police Department.
2. Take the City Entrance Exam, which is similar to a civil service exam.
3. Submit a personal history statement.
4. Pass a physical abilities test.
5. Take the Nelson-Denny Reading Test (Note: this is a multiple-choice test measuring skill in vocabulary and reading.)
6. Submit the required personal documents, such as a credit report and photograph.
7. Complete a written psychological evaluation and background investigation.
8. Take a polygraph exam.
9. Complete a psychological interview.
10. Attend a panel interview with the Chief’s Selection Committee.
11. Complete a medical exam and drug screen.
12. Accept a conditional hire offer and attend the police academy.
13. Begin working as an Albuquerque patrol officer and [completing six months of patrol work with another sworn officer].

https://www.criminaljusticedegreeschools.com/criminal-justice-resources/police-departments-by-metro-area/albuquerque-officer-requirements/#requirements.

TWO REQUIREMENTS THAT SHOULD BE ELIMINATED

Approximately fifteen years ago, the minimum of 32 college credit requirement was added as a minimum entry requirement thereby excluding many individuals from being able to apply.

The rationale for the college credit requirement was that it would mean recruiting a higher quality of applicant and make better police officers.

A person’s education level does not always reflect intelligence nor how a person will react under pressure, especially when a life is in danger and you have to make life and death decisions.

The Albuquerque Police Academy is a six-month academy that requires the successful completion of physical and mental training and screening.

The academy has mandatory attendance of academic classes, in standard operating procedures, criminal procedure and the law with “constitutional policing” emphasized.

The college credit requirement needs to be revisited and determined if it is really necessary given the amount of training and education mandated by the academy.

Another requirement is passing a “polygraph” examine.

It is well settled law that the results “polygraph” examines are not admissible in court unless agreed to by the parties primarily because such examines are considered unreliable.

The rationale for the polygraph exam being evidence of a person’s propensity to lie is highly questionable and it is one requirement that should be revisited.

Eliminating the “college credit” requirement as well as the “polygraph test” would increase the final pool of applicants and not be a lowering of standards.

APD STAFFING LEVELS

In 2009, APD was fully staffed at 1,100 police officers.

In 2009, APD command staff determined and recommended to the Mayor Martin Chavez that a staffing level of 1,200 officers was needed for a population the size of Albuquerque in order fully implement community-based policing.

The December 11, 2015 Albuquerque Police Department Comprehensive Staffing Assessment and Resource Study prepared by Alexander Weiss for the Department of Justice concluded that APD needs at least 1,000 sworn officers.

The Weiss report concluded 1,000 sworn police officers were sufficient for Albuquerque provided that APD officers did not respond to certain low priority calls such as minor traffic accidents or false alarm calls.

APD cannot recruit and hire enough officers to keep the department at the current funded 1,000 level of sworn officers.

PRPOSED APD RECRUITMENT STRATEGY

The Keller Administration has developed a detailed recruitment strategy that has three specific components:

A. A program to attract new recruits.
B. A Program to attract lateral hires from other law enforcement agencies.
C. A Program to retain existing APD police by convincing them not to retire.

A. PROGRAM TO ATTRACT NEW RECRUITS
To attract new recruits, APD is proposing the following:

1. Institute and broaden hiring and referral bonuses. The total cost of adding new officers to the Police Department depends on the extent to which APD uses increased pay, longevity incentives, incentives for new recruits, and other incentive to increase sworn personnel numbers.
2. Create an APD Intern “PSA2 Plan” Program to keep a connection with applicants who were rejected for reasons that can be corrected over time such as credit scores, physical abilities, etc.
3. Increase recruiting and background check staff to expedite in order to clear more candidates for the police academy.
4. Produce recruitment videos and ads to be used during movie theatre showings or on local television stations during active recruitment cycle. Video could also be shared on social media.
5. Off-site testing for the Academy.
6. Host a Law Enforcement Explorer Program and other outreach programs for youth.
7. Reconsider educational requirements to allow recruitment of officers to temporarily defer the college credit requirements and meet the requirement within reasonable time frames following graduation from the police academy
8. Formalize a CNM Pipeline-apprentice program.
9. Morale building initiatives including parking, re-examining take home vehicle restrictions, reasonable tattoo standards and other issues important to frontline officers.

B. A PROGRAM TO ATTRACT MORE “LATERALS” FROM OTHER AGENCIES

To attract more “laterals”, the Keller Administration is proposing as follows:

1. Create lateral transfer program with career development program to allow certified law enforcement officers to be hired and placed at salary levels commensurate with their training and experience.
2. Use strategic and targeted longevity increases for recruitment of lateral officers in order to adequately compensate them for their law enforcement time and experience.
3. Reach out to recently retired APD or other New Mexico law enforcement officers with incentive plan to return to the department.

C. A PROGRAM TO RETAIN EXISTING PERSONNEL

To retain more existing officers from leaving for other police departments or retiring, the Keller Administration is proposing:

1. Increasing overall compensation to police officers.
All sworn police officers, including management, are paid on an hourly basis. What should
2. Adopt a flexible shift schedule for officers assigned to field services division.
3. Provide diversified training offerings.
4. Institute other non monetary measures designed to improve morale.

THE DEVIL IS IN THE DETAILS

In order for the Keller Administration expansion plan to be successful, the pool of applicants must be enlarged which has always proven to be very problematic for the APD Academy.

Recruiting a younger, new generation of sworn police officers and growing the size of the police department has become very difficult and unachievable for any number of reasons.

The number of APD sworn officers has fallen from 1,100 officers to 878 over the past eight years for any number of reasons including:

1. Extreme low morale resulting in experienced officers deciding to retire sooner than later or going to other law enforcement agencies.
2. Changes in the Public Employee Retirement Association benefits.
3. Failed APD management by the previous administration.
4. Poor Working conditions as a result of heavy workloads and caseloads.
5. Intense scrutiny by the Department of Justice resulting in the DOJ consent decree.
6. Terminations and disciplinary actions.
7. Inability to attract “lateral” transfers from other departments.

APD’s poor and negative national reputation and Albuquerque’s high violent crime rates are not conducive to attracting people who want to begin a long-term career in law enforcement in Albuquerque.

The DOJ oversight requirements and the increased dangers in being a police officer in a violent city such as Albuquerque has also had an impact on recruitment.

APD consistently has thousands of applicants that apply to the police academy every year as evidenced by the number of “interest cards” submitted which is the first step to applying with APD.

The overwhelming number of police academy applicants fail to get into the academy for any number of reasons.

Those reasons include:

1. Failing to meet minimum education and entry qualifications.
2. Unable to pass criminal background checks.
3. Unable to make it through psychological background analysis.
4. Failing the polygraph tests, lying on the on the applications or failing a credit check.

Once in the police academy, many cadets are unable to meet minimum physical requirements or unable to handle the training and academic requirements to graduate from the academy.
Graduating classes average 35 to 40 a class, well below the number to keep up with yearly retirements.

CONCLUSION

Mayor Keller promised to return to community-based policing with the hiring of 322 sworn police to reach a 1,200-staffing level within 4 years.

The Keller Administratio APD expansion plan looks good on paper, but based upon projected retirements, past performance of the APD Police Academy as well as the “pool of applicants” it remains to be seen if APD can even approach the the 1,040 figure planned for 2018-2019.

The proposed recruitment plan and strategy contains few programs that have not already been done in the past nor that are that much different from the past.

Applicants must have a strong desire to come to Albuquerque and begin a law enforcement career in what is considered on of the most violent cities in the country with soaring crime rates.

The main challenge is to expand the pool of recruits without compromising or reducing minimum qualifications and standards.

It will take years to grow the department to the 1,200-level desired to return to community-based policing.

Growing the department will take time, perhaps as much as 10 years.

Major changes in management and a major financial investment for recruitment are within the 2018-2019 budget submitted by the Keller Administration.

The downside is that it is going to be very difficult to expand the pool of qualified recruits and for APD to compete with other law enforcement agencies in the country.

The problem is that we have very little time left as a community to get a handle on our rising violent crime.

On April 1, 2018 Mayor Tim Keller submitted his first budget to the Albuquerque City Council.

For the next 2 months, public hearings will be held by the City Council with the final budget to be voted upon for approval.

The approved budget will to take effect July 1, 2018.

USE BUDGET PROCESS TO ESTABLISH PUBLIC SAFETY DEPARTMENT

It is during the budget approval hearing process that the Keller Administration has the best opportunity to propose sweeping and dramatic changes to improve public safety and the Albuquerque Police Department.

Mayor Tim Keller should propose the creation of a Department of Public Safety by executive order or executive communication to the Albuquerque City Council for their approval and funding during the budget process.

Overtime, the Department of Public Safety would include both the Police and Fire Departments, both Police and Fire Academies, and 911 emergency dispatch center, the emergency operations center with the appointment of a Public Safety Commissioner.

A national search should be conducted to identify qualified candidates to serve as Public Safety Commissioner who have a firm understanding on constitutional policing practices.

Implementation of the DOJ consent decree reforms would be the top priority of the Public Safety Commissioner and would to include continued formulation, writing and implementation of standard operating procedure and changes agreed to under the consent decree, expansion of crisis intervention mandates and certified training of APD department personnel in constitutional policing practices.

There is a need for a complete overhaul and restructuring of APD with the appointment of a new chief, new commanders, lieutenants, academy director and a 911 manager.

Every single APD felony unit needs to be increased in personnel by anywhere between 40% and 60%, including the following APD units: Armed Robbery, Auto Theft, Burglary, Homicide, Gang Unit, Narcotics, Property Crimes and Sex Crimes Units and the Criminal Nuisance Abatement Unit.

The number of sworn police officers patrolling the streets is currently 436 and it should be increased to at least 650 out of a fully staff department of 1,200.

The Public Safety Department would consist of four civilian staffed divisions and managed by the Public Safety Commissioner:

1. Personnel and training, for recruiting, hiring, internal affairs investigations and police academy;
2. Budget and finance;
3. Information technology support and crime lab; and
4. 911 emergency operations center with a civilian manager.

“Deadly use of force” cases need to continue to be investigated by the Critical Incident Review Team and the final reports with finding and recommendations.

ABOLISH APD INTERNAL AFFAIRS

APD has consistently shown over many years it cannot police itself which contributed to the “culture of aggression” found by the Department of Justice.

The APD Internal Affairs Unit needs to be abolished and its functions absorbed by the Office Independent Council.

The investigation of police misconduct cases including excessive use of force cases not resulting in death or nor serious bodily harm should be done by “civilian” personnel investigators.

The function and responsibility for investigating police misconduct cases and violations of personnel policy and procedures by police should be assumed by the Office of Independent Council in conjunction with the City Human Resources Department and the Office of Internal Audit where necessary.

The Office of Independent Council would make findings and recommendations to the Public Safety Commissioner for implementation and imposition of disciplinary action.

IMPLEMENT NEW PAY SCALE STRUCTURE FOR THE RANK AND FILE POLICE

Albuquerque Police Officers are some of the best paid law enforcement in the country when you take into account their pay, longevity pay incentives, benefits and retirement pay.

Based on a recent police union annual survey, many APD police officers strongly dispute they are well paid, but in comparison to other city employees, they clearly are.

There are approximately 4,200 “classified” employees who work for the City of Albuquerque.

The average salary for classified city employees is $30,000 to $35,000 a year.

The average entry level Albuquerque patrolman first class makes $56,000 to $58,000 a year, depending on actual hours worked in a year.

Sworn police are paid an additional 15% for benefits, such as insurance, paid sick leave and annual leave and the positions are classified and a police officer cannot be terminated without cause.

A review of the city’s 250 top earners in 2017 reveals that 66 patrol officers first class were among the highest paid city employees earning a total of around $7.1 million in salary and overtime.

A total of 124 of the 250 top wage earners at city hall are employed by the Albuquerque Police Department.

The 124 include patrol officers, sergeants, lieutenants, commanders and deputy chiefs, assistant chief and the chief with annual pay ranging from $95,000 a year up to $166,699 a year.

(See City of Albuquerque web site for full list of 250 top city wage earners).

Five (5) APD Patrol Officers First Class are listed in the top 250 city wage workers as being paid $146,971, $145,180, $140,243, $137,817 and $125,061 respectfully making them the 6th, the 7th, the 10th, the 12th and the 20th highest paid employees at city hall.

There are listed 66 Patrol Officers First Class in the list of the top 250 wage earners at city hall earning in excess of $95,000 a year and as much as $146,000 a year.

The high pay paid to the Patrol Officers First Class can is attributed to excessive overtime paid.

Combined, there are a total of 91 APD sworn police officers and sergeants who are named in the top 250 wage earners and city hall.

All patrol officers first class are paid the exact same hourly rate of $27.50, no matter the number of years on the police force, therefore a four (4) year veteran of the force makes the same hourly wage as a ten (10) year veteran.

Every year, the police union makes the same old tired demand of increasing hourly wages to Patrol Officers First Class as a solution to improving morale and retention numbers.

Under the union contract, sworn police officers are paid a mandatory two hours of overtime and paid “time and a half” for court appearances such as arraignments of DWI offenders and police prosecution of misdemeanor cases.

A complete restructuring of APD hourly wages to base salaries should be implemented.

APD has an extensive history of exceeding its overtime budget by millions each year.

In 2017, APD exceeded its overtime budget by $4 million going from $9 million budgeted to $13 million spent.

APD should do away with hourly wage and time and a half for overtime for sworn police and implement a salary structure based on steps and years of service.

A mandatory “cap” on the amount overtime a sworn police officer can be paid needs to be established that is fair and equitable for all sworn personnel to make available overtime to more sworn police officers in the department.

A system of overtime bonuses to be paid at the end of the year for accumulated increments of overtime could be implement.

Shift time to work would remain the same, but if more time is needed to complete work load, the employee works it for the same salary with no overtime and a modification of shift times for court appearances.

Salaries and step increase take away inflating overtime and motivates employees to get more done within the allotted shift or modification of shift times.

Yearly experienced officer retention bonuses should be increase and made permanent.

CONCLUSION

High crime rates, public safety, the Albuquerque Police Department, the Department of Justice reforms, were the biggest issues debated in the 2017 Mayor’s race.

Mayor Tim Keller was swept into office with a 62% vote landslide giving him a mandate for change.

The Keller Administration is still in its infancy, and many voters are loyal with high hopes.

However, the tone and direction the Keller Administration is taking does not represent visionary change and frankly not much of change at all when it comes to APD management.

Mayor Keller has yet to take any substantive advantage of his election mandate win.

Voters are not seeing the sweeping, visionary change he promised with APD.

Notwithstanding, voters are expecting results and they are impatient after 8 years of failed APD leadership and high crime rates.

Mayor Keller should use some the considerable political capital given to him with his landslide win and seize the opportunity to make real change with the creation of a Department of Public Safety before the opportunity completely vanishes.